Sylvia Ann Hewlett Livres

In today's competitive hiring market, you can't risk excluding or alienating talented employees--regardless of their gender, race, class, or physical ability. Bias can seep into the deepest corners of your workplace and hinder both the success of the people who hold marginalized identities and your organization as a whole. What sort of hiring procedures, employee development programs, and personnel policies can eradicate the biases that cause discrimination? One-day mandatory diversity seminars aren't enough. If you read nothing else on achieving diversity, read these 10 articles by experts in the field. We've combed through hundreds of articles in the Harvard Business Review archive and selected the most important ones to help you challenge your company's thinking--and infrastructure--on creating a culture that seeks and celebrates differences. This book will inspire you to: Understand and eradicate bias Break down unspoken barriers Attract, retain, and engage talent that represents many diverse identities Question how you think about and promote equality Establish company policies and practices that are inclusive Develop a culture that offers every employee equal access to opportunities for growth--

Economist and award-winning author Sylvia Ann Hewlett blends vivid stories with powerful new data in assessing the impact of the #MeToo movement in corporate America and provides concrete action to help executives and companies create more inclusive and safe work environments for women, people of color, and LGBTQ employees. While the #MeToo movement has exposed the enormous harm done by sexual misconduct in the workplace, the movement's full promise has not been fulfilled, Sylvia Ann Hewlett argues. Showcasing new data on the incidence of sexual harassment and assault at work, she reveals how the movement has focused almost exclusively on white women and failed to support other vulnerable groups who are also targets of abuse. Black men, gay men and women, and Latinas experience particularly high rates of sexual harassment and assault. In addition to exploring the movement's limitations, Hewlett examines the collateral damage inflicted by #MeToo. She looks at hits to the bottom line (lawsuits and settlements, tarnished brands, and stock devaluations) and hits to the talent pipeline. In particular she shows how male leaders, fearful of gossip and legal action, are increasingly skittish about sponsoring young women, no matter how high performing they are. This makes it much more likely that women will stall out mid-career and will deprive companies of diversity in the C-Suite and "gender smarts" around decision-making tables. Digging deep into examples that range from Fox News, Nike, and Google to CBS, Michigan State University, and the Catholic Church, Hewlett lays bare the financial losses associated with sexual misconduct scandals. No wonder corporate chief risk officers newly have #MeToo in their line of sight! A third of this book is devoted to solutions and Hewlett offers a three-pronged strategy, combining legal remedies with individual and corporate action steps that can be used to protect employees and businesses they work for. Drawing from companies as different as IBM and IPG she discusses "experiments at the edge" as well as more evolved initiatives that can help any corporation create a more equitable and safer environment.

The collaboration between Sylvia Ann Hewlett and Cornel West tackles the critical issue of parental neglect in America. They advocate for a Parents' Bill of Rights, emphasizing the need to honor and support the role of parents while ensuring children's well-being. This compelling work combines personal insights with a strong social message, aiming to reignite national commitment to family values and the importance of parenting.

With talent shortages looming over the next decade, what can companies do to attract and retain the large number of professional women who are forced off the career highway?By documenting the successful efforts of a group of cutting-edge global companies to retain talented women and reintegrate them if they’ve already left, Off-Ramps and On-Ramps answers this critical question. Working closely with companies such as Ernst & Young, Goldman Sachs, Time Warner, General Electric and others, author Sylvia Ann Hewlett identifies what works and why. Based on firsthand experience with these companies, along with extensive data that provides the most comprehensive and nuanced portrait of women's career paths, this book documents the actions forward-thinking companies must take to reverse the female brain drain and ensure their access to talent over the long term.

Focusing on the importance of sponsorship in career advancement, this book offers real-life stories and actionable guidance specifically aimed at women. It explores how to identify, cultivate, and effectively utilize sponsors to enhance professional growth. Through practical advice, readers will learn strategies to navigate their careers and build meaningful relationships that can lead to greater opportunities and success.

Do you exude confidence and credibility? Can you command a room? Sylvia Ann Hewlett, a leading business thinker, decodes Executive Presence (EP) for those aiming for extraordinary achievements. Having the qualifications for your dream job isn’t enough; you must also convey that you are "leadership material." Professionals are evaluated on both presence and performance. Hewlett utilizes extensive data, including a nationwide survey and focus groups, to define EP as a blend of three elements: how you act (gravitas), how you speak (communication), and how you look (appearance). Drawing insights from interviews with esteemed leaders, she highlights how they embody EP's key components. This practical guide offers actionable tactics to bridge the gap between merit and success, addressing sensitive topics like attire and vocal tone. Hewlett discusses how EP standards differ among men, women, and diverse groups, while also providing strategies for obtaining honest feedback from cautious bosses. The encouraging takeaway is that EP can be learned. You can develop a powerful presence while remaining authentic, regardless of your natural attributes. With compelling data and examples, Hewlett empowers you to master EP and unlock your full potential, irrespective of your background or workplace.